Some Recommendations for State Management Agencies on Tourism

assigned, through responsibilities and duties based on their abilities and qualities. To determine the salary, Novotel Ha Long Bay Hotel must accurately assess the work performed by the employees. Knowing the value of the job, grasping information about the salary scale for each type of job in the hotel labor market will help determine the salary for each type of job and draft a salary policy. This salary policy must be reasonable based on the skills required for employees in each type of job, the value of the job and the local labor market .

- Rewards: Currently, the hotel has not applied many forms of rewards. In the future, the hotel may apply some of the following forms:

Innovation bonus: Applies to employees who have technical innovation initiatives and find new working methods. For example: have a feasible business idea, have a method to clean rooms in less time while still ensuring cleanliness.

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On the other hand, the hotel also needs to increase the special bonuses for employees who are praised by customers, the production teams that save a certain amount of raw materials will increase the bonus. For example: saving from 2 to 3 million VND will be rewarded 20% and so on, only then will encourage employees to have a spirit of saving and from there gradually become a habit, but saving does not mean reducing the quality of products and services.

The hotel should quickly complete a specific job title standard table through which the manager can effectively manage his staff, the workers can look at themselves in that job title, know where they stand. If this requirement is met, the payment to the workers will be less inaccurate, the workers themselves will see the appropriateness between the job and the benefits received.

To ensure good service quality, the hotel should establish a team of employees who are specialized in observing from a distance: the attitude and working style of the employees. If any employee makes a mistake, it will be marked and at the end of the day, that employee will be reminded immediately, to avoid repeating the mistake. At the same time, the hotel's inspection team should also increase surprise inspections, so that it can truly assess the employees' sense of discipline. Or human resource managers should draft a system of questions, with different answer scenarios, based on the results of the employees' answers, the management board will evaluate each person's ability. In addition, it is possible to use customer comments on the quality of service on the hotel's website.

The average salary in hotels today is 250 USD/person, which can ensure the maintenance of workers' living conditions. However, with the brand of a 4-star international hotel, the above salary is not commensurate. On the other hand, due to the impact of the economy, the price of goods has increased, significantly affecting the living conditions of workers. Therefore, hotels should consider increasing salaries or bonuses, such as increasing the monthly service fee paid to employees from 70% to 80%, so that employees can work with peace of mind.

For highly skilled employees, hotels need to have incentives both materially and spiritually so that employees do not look for jobs elsewhere with higher incomes. Paying attention to the spiritual life of employees will have a positive impact on their work efficiency.

In order to retain its good employees and to encourage workers to work enthusiastically and stay with the hotel for a long time, the hotel must take measures to increase the income of workers by applying a satisfactory salary and bonus regime linked to business performance. Doing a good job will make workers satisfied with their work, and the efficiency that workers bring to the company will be higher.

Discipline: Currently, the hotel has issued strict labor discipline, so in the coming time, it is necessary to continue to inspect and supervise employees to ensure that workers comply with discipline, while ensuring good environmental safety and hygiene conditions.

However, to further promote the collective strength of workers in the hotel, the hotel needs to continue to promote the positive aspects of this employee treatment. At the same time, it is necessary to create good opportunities for workers to develop better, such as sending workers to school.

or training and development, if deemed capable, they can be promoted. Thus, employees are both materially and spiritually encouraged, making them feel secure about the future, thereby working enthusiastically and being absolutely loyal to the hotel.

3.3. Some recommendations for state management agencies on tourism

* With the General Department of Tourism

- Proper investment in human resource development in the accommodation business to have a team of qualified workers to participate in the integration process will determine the success of accommodation businesses in our country. The General Department should open high-quality training courses for managers of hotel businesses to participate in adjusting their business activities and promptly adapting to integration conditions.

- Enhance the coordination of the General Department, ministries and branches for the purpose of developing the hotel industry in particular and the Vietnamese tourism industry in general according to the development orientation of the Party. There needs to be close, regular and continuous coordination with the steering committee on attracting the attention of the state to invest in tourism. At the same time, there needs to be coordination with relevant sectors and agencies in planning the development of the hotel business. In particular, it is necessary to coordinate with the Ministry of Education and Training and tourism departments in implementing the content of the training program.

- Encourage businesses to allocate a portion of their investment profits to human resource training facilities.

- Organize skill competitions, honor and award noble titles to excellent workers in the hotel industry.

* With Department of Culture, Sports and Tourism of Quang Ninh

- The Department of Culture, Sports and Tourism of Quang Ninh needs to pay more attention to Quang Ninh tourism products, and needs to promote and expand the brand inside and outside the region.

- On the other hand, the Department also needs to create financial and tax conditions to stimulate the development of the hotel business in the province.

- Need to coordinate with relevant agencies in planning hotel business development.

- Organize skill competitions between hotels to improve professional expertise.

- Regularly inspect and evaluate the implementation of labor management policies to promptly detect and handle violations of labor policies and regulations of hotel businesses.

Chapter 3 Summary

Chapter 3 proposed a number of solutions and recommendations to improve human resource management at Novotel Ha Long Bay Hotel:

+ Complete human resource planning

+ Complete job analysis

+ Complete recruitment and selection of human resources

+ Complete the work of arranging and organizing human resources

+ Improve training and human resource development

+ Motivate workers

In addition, chapter 3 also provides some recommendations to promote human resource management at Novotel Ha Long Bay Hotel with the General Department of Tourism, Department of Culture, Sports and Tourism of Quang Ninh.

CONCLUDE

Vietnam tourism in recent years has made remarkable progress, the number of domestic and foreign tourists is increasing, this is a significant source of income for our country's economy. Therefore, to meet the needs of tourists, technical facilities must be improved to enhance the quality of tourism products. Along with that activity, Novotel Ha Long Bay Hotel is also taking solid steps to develop its business in the tourism industry.

As Jim Keysyer said, “Today’s companies are different or not depending on the quality, level and commitment of employees to the company – that is, managers must be aware of and develop effective human resource management strategies”. The problem of effectively using human resources in the hotel business is a difficult and difficult problem, especially for businesses. To adapt to the current vibrant market economy and to have a position in the hotel business market, managers must make more efforts in human resource management. Personally, I really hope that Novotel Ha Long Bay Hotel in particular and hotels in Vietnam in general will increasingly catch up with the development trend of this field in the world.

The research topic of the thesis has systematized some theoretical bases on human resource management. Based on the analysis of the current situation, the thesis has proposed some solutions to improve human resource management in business at Novotel Ha Long Bay Hotel. In the process of writing the thesis, there are inevitably shortcomings and limitations. I hope that the teachers sympathize and contribute ideas to make the thesis more practical in the practice of human resource management at Novotel Ha Long Bay Hotel.

Long Bay. I would also like to take this opportunity to sincerely thank the management board of Novotel Ha Long Bay Hotel, the teachers in the Department of Culture and Tourism, especially Mr. Le Thanh Cong, Master, for enthusiastically helping me complete this thesis.

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